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Service People Survey 2017 Results for Public Health England
Civil Service People Survey 2017: Results for Public Health England
About Public Health England Public Health England exists to protect and improve the nation’s health and wellbeing, and reduce health inequalities. We do this through world-leading science, knowledge and intelligence, advocacy, partnerships and the delivery of specialist public health services. We are an executive agency of the Department of Health, and a distinct delivery organisation with operational autonomy to advise and support government, local authorities and the NHS in a professionally independent manner.
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© Crown copyright 2017 You may re-use this information (excluding logos) free of charge in any format or medium, under the terms of the Open Government Licence v3.0. To view this licence, visit OGL. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. Published December 2017 PHE publications gateway number: 2017625
PHE supports the UN Sustainable Development Goals
2
Civil Service People Survey 2017: Results for Public Health England
Executive summary The findings of the PHE Civil Service People Survey 2017 are shown in the following pages. A total of 3,970 staff from PHE took part in the survey, representing a 73% response rate. The Engagement Index for PHE was 59%.
3
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Strength of association with engagement
Statistically significant difference from comparison
Employee engagement is shaped by experience at work, as measured by nine themes in the survey shown below.
Engagement Index
59 %
Organisational objectives and purpose
My work
78 %
76 %
My manager
69 %
My team
80 %
Difference from previous survey
+3
Difference from previous survey
+2
Difference from previous survey
+5
Difference from previous survey
+1
Difference from previous survey
Difference from CS2017
-2
Difference from CS2017
+2
Difference from CS2017
-5
Difference from CS2017
-1
Difference from CS2017
Difference from CS High Performers
-6
Difference from CS High Performers
-1
Difference from CS High Performers
Difference from CS High Performers
-3
Difference from CS High Performers
Learning and development
52 %
Inclusion and fair treatment
79 %
-11
Resources and workload
73 %
Pay and benefits
38 %
+1 0 -4
Leadership and managing change
42 %
Difference from previous survey
+3
Difference from previous survey
+2
Difference from previous survey
+1
Difference from previous survey
-2
Difference from previous survey
+4
Difference from CS2017
-1
Difference from CS2017
+2
Difference from CS2017
+1
Difference from CS2017
+8
Difference from CS2017
-5
Difference from CS High Performers
-6
Difference from CS High Performers
-1
Difference from CS High Performers
-2
Difference from CS High Performers
+2
Difference from CS High Performers
-10
Public Health England Returns : 3,970
The table below shows how you performed on each of the nine themes ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details.
Drivers of Engagement
Strength of association with engagement
Difference
Difference
Theme from Difference from CS score % previous from High Positive survey CS2017 Performers
Leadership and managing change
42%
+4
-5
-10
My manager
69%
+1
-1
-3
My work
78%
+2
+2
-1
Learning and development
52%
+3
-1
-6
Organisational objectives and purpose
76%
+5
-5
-11
Response rate : 73%
Civil Service People Survey 2017
Strength of association with engagement
Statistically significant difference from comparison
Wellbeing % responding positively (Answering 7,8,9 or 10 for W01 – W03; Answering 0,1,2 or 3 for W04)
W01. Overall, how satisfied are you with your life nowadays?
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?
W03. Overall, how happy did you feel yesterday?
W04. Overall, how anxious did you feel yesterday?
Discrimination, bullying and harassment % responding Yes
Resources and workload
73%
+1
+1
-2
Pay and benefits
38%
-2
+8
+2
My team
80%
+1
0
-4
Inclusion and fair treatment
79%
+2
+2
-1
www.orcinternational.com
During the past 12 months have you personally experienced discrimination at work?
During the past 12 months have you personally experienced bullying or harassment at work?
Public Health England 2017 | Page 2
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Headline scores Highest positive scoring questions
% Positive
B01 I am interested in my work
Highest neutral scoring questions B43
% Neutral
When changes are made in PHE they are usually for the better
92%
Highest negative scoring questions B61
47%
B59 actively role model the behaviours set out in the Civil
B62
Service Leadership Statement
90%
B54 I am trusted to carry out my job effectively
90%
B26
I am treated with respect by the people I work with
84%
B18
The people in my team can be relied upon to help when things get difficult in my job
83%
www.orcinternational.com
44%
B40
I believe that the Leadership Team in PHE have a clear vision for the future of PHE
37%
B42 I feel that change is managed well in PHE
37%
I understand how my work contributes to helping us become 'A Brilliant Civil Service'
46%
B37
39% I believe the actions of senior managers (deputy B39 directors and above) are consistent with PHE's values
I am aware of the Civil Service vision for 'A Brilliant Civil Service'
49%
Senior managers (Deputy Directors and above) in PHE
B31 I have the skills I need to do my job effectively
% Negative
Compared to people doing a similar job in other organisations I feel my pay is reasonable
41%
B35
I feel that my pay adequately reflects my performance
40%
B42 I feel that change is managed well in PHE
37%
Public Health England 2017 | Page 3
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
+2
Difference from CS2017
78
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
My work
Civil Service People Survey 2017
B01 I am interested in my work
92%
+1
+3
0
B02 I am sufficiently challenged by my work
80%
+2
-1
-4
B03 My work gives me a sense of personal accomplishment
79%
+2
+2
-1
B04 I feel involved in the decisions that affect my work
62%
+5
+4
-2
B05 I have a choice in deciding how I do my work
78%
+2
+2
-2
Organisational objectives and purpose*
76%
+5
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
B06 I have a clear understanding of PHE's objectives
77%
+6
-4
-9
B07 I understand how my work contributes to PHE's objectives
76%
+4
-7
-11
www.orcinternational.com
Public Health England 2017 | Page 4
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Difference from CS2017
B08 My manager motivates me to be more effective in my job
70%
+1
0
B09 My manager is considerate of my life outside work
83%
+1
B10 My manager is open to my ideas
82%
+2
B11 My manager helps me to understand how I contribute to PHE's objectives
61%
+2
B12 Overall, I have confidence in the decisions made by my manager
75%
+1
0
-4
B13 My manager recognises when I have done my job well
80%
+1
0
-3
B14 I receive regular feedback on my performance
68%
+3
0
-5
B15 The feedback I receive helps me to improve my performance
65%
+1
+1
-3
B16 I think that my performance is evaluated fairly
71%
+2
+5
+1
B17 Poor performance is dealt with effectively in my team
37%
-2
-7
My manager
www.orcinternational.com
69
%
+1
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
0
-1 0 -5
Difference from CS High Performers
% Positive
^ indicates a variation in question wording from your previous survey
-4 -4 -3 -10
Public Health England 2017 | Page 5
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
+1
Difference from CS2017
80
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
My team
Civil Service People Survey 2017
B18
The people in my team can be relied upon to help when things get difficult in my job
83%
+1
-2
-4
B19
The people in my team work together to find ways to improve the service we provide
81%
+1
-1
-3
B20
The people in my team are encouraged to come up with new and better ways of doing things
76%
+2
+1
-3
Learning and development
52
%
+3
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
B21
I am able to access the right learning and development opportunities when I need to
65%
+4
+1
-4
B22
Learning and development activities I have completed in the past 12 months have helped to improve my performance
54%
+2
+2
-4
40%
+4
-6
-15
47%
+4
B23 There are opportunities for me to develop my career in PHE B24
Learning and development activities I have completed while working for PHE are helping me to develop my career
www.orcinternational.com
0
-5
Public Health England 2017 | Page 6
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
81%
+1
B26 I am treated with respect by the people I work with
84%
0
B27 I feel valued for the work I do
70%
+2
+5
-2
79%
+4
+3
-1
B28
79
%
+2
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
I think that PHE respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
Resources and workload*
73
%
+1
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
0
-2 -3
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
+2
-2
0
+4
-1
0
+2
-1
-1
+2
-5
60%
+3
-1
-6
67%
+3
-1
-6
B29 I get the information I need to do my job well
72%
B30 I have clear work objectives
79%
B31 I have the skills I need to do my job effectively
90%
B32 I have the tools I need to do my job effectively
72%
B33 I have an acceptable workload B34 I achieve a good balance between my work life and my private life
www.orcinternational.com
+1
Difference from CS High Performers
Difference from previous survey
B25 I am treated fairly at work
Inclusion and fair treatment
Difference from CS2017
% Positive
^ indicates a variation in question wording from your previous survey
+2
Public Health England 2017 | Page 7
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
B35 I feel that my pay adequately reflects my performance
40%
-3
B36 I am satisfied with the total benefits package
37%
-1
36%
-2
B37
Compared to people doing a similar job in other organisations I feel my pay is reasonable
Leadership and managing change*
42
%
+4
Difference from previous survey
Strength of association with engagement
B38 Senior managers (Deputy Directors and above) in PHE are sufficiently visible
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
-2
Difference from CS2017
38
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Pay and benefits
Civil Service People Survey 2017
+10
+3
+4
-3
+11
+3
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
50%
+7
-10
-19
B39
I believe the actions of senior managers (deputy directors and above) are consistent with PHE's values
47%
+6
-6
-13
B40
I believe that the Leadership Team in PHE have a clear vision for the future of PHE
43%
+5
-5
-11
B41
Overall, I have confidence in the decisions made by PHE's senior managers (deputy directors and above)
42%
+6
-6
-12
B42 I feel that change is managed well in PHE
27%
+3
-6
-14
B43 When changes are made in PHE they are usually for the better
25%
+4
-8
-15
B44 PHE keeps me informed about matters that affect me
59%
+4
+1
-6
42%
+1
+4
-5
41%
+5
-5
-11
B45
I have the opportunity to contribute my views before decisions are made that affect me
B46 I think it is safe to challenge the way things are done in PHE
www.orcinternational.com
Public Health England 2017 | Page 8
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme Neither
Disagree
Strongly disagree
Difference from CS High Performers
Agree
Difference from CS2017
Strongly agree
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Engagement
Civil Service People Survey 2017
B47 I am proud when I tell others I am part of PHE
62%
+5
B48 I would recommend PHE as a great place to work
52%
+7
-3
-11
B49 I feel a strong personal attachment to PHE
41%
+4
-8
-16
B50 PHE inspires me to do the best in my job
44%
+4
-4
-10
B51 PHE motivates me to help it achieve its objectives
41%
+4
-4
-12
Taking action
Strongly agree
Agree
Neither
Disagree
0
-7
Strongly disagree
B52
I believe that senior managers (deputy directors and above) in PHE will take action on the results from this survey
50%
+8
-1
-8
B53
Where I work, I think effective action has been taken on the results of the last survey
42%
+8
+5
-3
www.orcinternational.com
Public Health England 2017 | Page 9
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
90%
0
B55 I believe I would be supported if I try a new idea, even if it may not work
72%
Strongly agree
Agree
Neither
Disagree
Strongly disagree
In PHE, people are encouraged to speak up when they identify a serious policy or delivery risk
+1
+2
Difference from CS High Performers
Difference from previous survey
B54 I am trusted to carry out my job effectively
Organisational culture
Difference from CS2017
% Positive
^ indicates a variation in question wording from your previous survey
0
+1
-3
67%
New
+1
-4
B57 I feel able to challenge inappropriate behaviour in the workplace
61%
New
-3
-7
B58 PHE is committed to creating a diverse and inclusive workplace
77%
New
+4
0
B56
Leadership statement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Senior managers (Deputy Directors and above) in PHE actively role model the behaviours
B59 set out in the Civil Service Leadership Statement B60
My manager actively role models the behaviours set out in the Civil Service Leadership Statement
Civil Service vision B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service' B62
I understand how my work contributes to helping us become 'A Brilliant Civil Service'
www.orcinternational.com
Strongly agree
Agree
Neither
Disagree
43%
+4
-4
-12
67%
+3
+1
-5
Strongly disagree
29%
New
-13
-26
25%
New
-12
-20
Public Health England 2017 | Page 10
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme 7-8
9-10
Difference from CS High Performers
5-6
Difference from CS2017
0-4
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Wellbeing
Civil Service People Survey 2017
Unlike the questions B01-B62 which ask people to rate their agreement from strongly agree to strongly disagree, the four wellbeing questions use a 11-point scale. The scale ranges from 0 to 10 for each question, where 0 is equivalent to 'not at all' (e.g. 'not at all satisfied' or 'not at all worthwhile') and where 10 is equivalent to 'completely' (e.g. 'completely satisfied' or 'completely anxious'). For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question.
W01 Overall, how satisfied are you with your life nowadays? W02
Overall, to what extent do you feel that the things you do in your life are worthwhile?
W03 Overall, how happy did you feel yesterday?
For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.
W04 Overall, how anxious did you feel yesterday?
www.orcinternational.com
0-1
2-3
4-5
67%
0
+1
-1
74%
+1
+3
+1
64%
-2
+1
-1
50%
-2
+2
-1
6-10
Public Health England 2017 | Page 11
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
^ indicates a variation in question wording from your previous survey
-2
-1
Difference from CS High Performers
Difference from previous survey
C01. Which of the following statements most reflects your current thoughts about working for PHE?
Difference from CS2017
Your plans for the future
-4
I want to leave PHE as soon as possible
7%
I want to leave PHE within the next 12 months
15%
0
I want to stay working for PHE for at least the next year
35%
+1
+1
-3
I want to stay working for PHE for at least the next three years
42%
+1
-1
-10
0
-3
D01. Are you aware of the Civil Service Code?
80%
D02. Are you aware of how to raise a concern under the Civil Service Code?
53%
D03. Are you confident that if you raised a concern under the Civil Service Code in PHE it would be investigated properly?
62%
www.orcinternational.com
-3 0 +3
Difference from CS High Performers
% No % Yes
% Yes
Difference from CS2017
Differences are based on '% Yes' score
Difference from previous survey
The Civil Service Code
-12
-15
-15
-21
-8
-14
Public Health England 2017 | Page 12
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
^ indicates a variation in question wording from your previous survey
Discrimination, harassment and bullying E01. During the past 12 months have you personally experienced discrimination at work? % Yes
%
No
% Prefer not to say
For respondents who selected 'Yes' to question E01. E02. On which of the following grounds have you personally experienced discrimination at work in the past 12 months? (multiple selection)
2017 2016 CS2017 E03. During the past 12 months have you personally experienced bullying or harassment at work? 2017 2016 CS2017 For respondents who selected 'Yes' to question E03. E05. Did you report the bullying and harassment you experienced? % Yes
%
No
2017 2016
% Prefer not to say
Age Caring responsibilities Disability Ethnic background Gender Gender reassignment or perceived gender Grade, pay band or responsibility level Main spoken/written language or language ability Religion or belief Sexual orientation Social or educational background Working location Working pattern Any other grounds Prefer not to say
Response Count 39 53 23 54 45 -162 24 --34 48 89 105 58
CS2017 For respondents who selected 'Yes' to question E03. E06. In your opinion, has this issue been resolved? 2017 2016 CS2017
For respondents who selected 'Yes' to question E03. E04. Who were you bullied or harassed by at work in the past 12 months? (multiple selection) A colleague
166
Your manager
143
Another manager in my part of PHE
107
Someone you manage
32
Someone who works for another part of PHE
56
A member of the public
--
Someone else
12
Prefer not to say
50
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' www.orcinternational.com
Public Health England 2017 | Page 13
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Public Health England questions
Civil Service People Survey 2017
93%
+3
The behaviours as outlined in the PHE People Charter are consistently demonstrated where I work
62%
+3
F03
In response to last year's staff survey results, I had the opportunity to contribute to the local staff survey action plan
48%
+8
F04
My manager demonstrates effective people management skills as a key part of their job
70%
+2
F05
My manager talks to me and listens to my concerns and ideas
81%
+2
F06
Poor attendance/absence is dealt with effectively in my team
48%
+2
F07
There is good co-operation between my team and other teams in PHE
71%
+3
F08
I am aware that I am entitled to take 5 days learning a year
68%
+14
F09
I know how to raise a concern in PHE e.g. discrimination, bullying, harassment, whistleblowing etc
73%
+2
F10
I am confident to report or challenge discrimination and/or bullying or harassment
65%
F11
I am confident that if I raised a concern that it would be dealt with appropriately without any negative impact on me
50%
+2
F12
Over the last 12 months it has become easier to get things done in PHE
20%
+1
F13
I use feedback to improve the quality of my outputs and the services PHE provides
62%
+3
F01
I know what the PHE behaviours are, as outlined in the PHE People Charter
F02
www.orcinternational.com
Yes: 93%
Yes: 68%
No: 7%
No: 32%
0
Public Health England 2017 | Page 14
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Appendix Glossary of key terms % positive
The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the case of Theme score % positive).
Previous survey
Comparisons to the previous survey relate to the results from the 2016 Civil Service People Survey. Where a question is flagged as changed since the last survey comparisons should be treated with caution as changes to wording may affect how people respond to the question.
CS2017
The CS2017 benchmark is the median percent positive across all organisations that participated in the 2017 Civil Service People Survey.
CS High Performers
For each question, this is the upper quartile score across all organisations that have taken part in the 2017 Civil Service People Survey.
Rounding Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy.
Statistical significance:
Statistical testing has been carried out on the comparisons between this year's results and your previous survey, CS2017 results and CS High Performers results to identify differences that are statistically significant. You can therefore be confident that the difference represents a real difference in opinion between the results.
The employee engagement index The survey includes five questions that make up the engagement index (B47-B51). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions and a score of 100 represents all respondents saying they strongly agree to all five engagement questions.
The drivers of engagement While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement. Nine themes have been included in the survey to measure employees' experiences at work. A statistical technique, stepwise regression, is used to identify the extent to which each of these themes has an association with engagement. The themes identified as having an association are called the 'Drivers of engagement'. The strength of association with engagement varies by theme and is illustrated by a 4-bar icon, as shown below. Themes with a full 4-bar icon have the strongest association with engagement.
strength of association with engagement
the analysis has not identified a significant association with engagement
Changes to theme scores in 2017 Small changes have been made to some of the headline themes in 2017. Three theme scores (Organisational objectives and purpose; Resources and workload; Leadership and managing change) are based on one fewer question in this year’s survey. Previous survey scores have been recalculated on this basis, to allow for theme trend comparisons.
Confidentiality The survey was carried out as part of the 2017 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all participating organisations. The Cabinet Office commissioned ORC International to carry out the survey. ORC International is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of fewer than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results.
www.orcinternational.com
Public Health England 2017 | Page 15
Civil Service People Survey 2017: Results for Public Health England
About Public Health England Public Health England exists to protect and improve the nation’s health and wellbeing, and reduce health inequalities. We do this through world-leading science, knowledge and intelligence, advocacy, partnerships and the delivery of specialist public health services. We are an executive agency of the Department of Health, and a distinct delivery organisation with operational autonomy to advise and support government, local authorities and the NHS in a professionally independent manner.
Public Health England Wellington House 133-155 Waterloo Road London SE1 8UG Tel: 020 7654 8000 www.gov.uk/phe Twitter: @PHE_uk Facebook: www.facebook.com/PublicHealthEngland
© Crown copyright 2017 You may re-use this information (excluding logos) free of charge in any format or medium, under the terms of the Open Government Licence v3.0. To view this licence, visit OGL. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. Published December 2017 PHE publications gateway number: 2017625
PHE supports the UN Sustainable Development Goals
2
Civil Service People Survey 2017: Results for Public Health England
Executive summary The findings of the PHE Civil Service People Survey 2017 are shown in the following pages. A total of 3,970 staff from PHE took part in the survey, representing a 73% response rate. The Engagement Index for PHE was 59%.
3
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Strength of association with engagement
Statistically significant difference from comparison
Employee engagement is shaped by experience at work, as measured by nine themes in the survey shown below.
Engagement Index
59 %
Organisational objectives and purpose
My work
78 %
76 %
My manager
69 %
My team
80 %
Difference from previous survey
+3
Difference from previous survey
+2
Difference from previous survey
+5
Difference from previous survey
+1
Difference from previous survey
Difference from CS2017
-2
Difference from CS2017
+2
Difference from CS2017
-5
Difference from CS2017
-1
Difference from CS2017
Difference from CS High Performers
-6
Difference from CS High Performers
-1
Difference from CS High Performers
Difference from CS High Performers
-3
Difference from CS High Performers
Learning and development
52 %
Inclusion and fair treatment
79 %
-11
Resources and workload
73 %
Pay and benefits
38 %
+1 0 -4
Leadership and managing change
42 %
Difference from previous survey
+3
Difference from previous survey
+2
Difference from previous survey
+1
Difference from previous survey
-2
Difference from previous survey
+4
Difference from CS2017
-1
Difference from CS2017
+2
Difference from CS2017
+1
Difference from CS2017
+8
Difference from CS2017
-5
Difference from CS High Performers
-6
Difference from CS High Performers
-1
Difference from CS High Performers
-2
Difference from CS High Performers
+2
Difference from CS High Performers
-10
Public Health England Returns : 3,970
The table below shows how you performed on each of the nine themes ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details.
Drivers of Engagement
Strength of association with engagement
Difference
Difference
Theme from Difference from CS score % previous from High Positive survey CS2017 Performers
Leadership and managing change
42%
+4
-5
-10
My manager
69%
+1
-1
-3
My work
78%
+2
+2
-1
Learning and development
52%
+3
-1
-6
Organisational objectives and purpose
76%
+5
-5
-11
Response rate : 73%
Civil Service People Survey 2017
Strength of association with engagement
Statistically significant difference from comparison
Wellbeing % responding positively (Answering 7,8,9 or 10 for W01 – W03; Answering 0,1,2 or 3 for W04)
W01. Overall, how satisfied are you with your life nowadays?
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?
W03. Overall, how happy did you feel yesterday?
W04. Overall, how anxious did you feel yesterday?
Discrimination, bullying and harassment % responding Yes
Resources and workload
73%
+1
+1
-2
Pay and benefits
38%
-2
+8
+2
My team
80%
+1
0
-4
Inclusion and fair treatment
79%
+2
+2
-1
www.orcinternational.com
During the past 12 months have you personally experienced discrimination at work?
During the past 12 months have you personally experienced bullying or harassment at work?
Public Health England 2017 | Page 2
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Headline scores Highest positive scoring questions
% Positive
B01 I am interested in my work
Highest neutral scoring questions B43
% Neutral
When changes are made in PHE they are usually for the better
92%
Highest negative scoring questions B61
47%
B59 actively role model the behaviours set out in the Civil
B62
Service Leadership Statement
90%
B54 I am trusted to carry out my job effectively
90%
B26
I am treated with respect by the people I work with
84%
B18
The people in my team can be relied upon to help when things get difficult in my job
83%
www.orcinternational.com
44%
B40
I believe that the Leadership Team in PHE have a clear vision for the future of PHE
37%
B42 I feel that change is managed well in PHE
37%
I understand how my work contributes to helping us become 'A Brilliant Civil Service'
46%
B37
39% I believe the actions of senior managers (deputy B39 directors and above) are consistent with PHE's values
I am aware of the Civil Service vision for 'A Brilliant Civil Service'
49%
Senior managers (Deputy Directors and above) in PHE
B31 I have the skills I need to do my job effectively
% Negative
Compared to people doing a similar job in other organisations I feel my pay is reasonable
41%
B35
I feel that my pay adequately reflects my performance
40%
B42 I feel that change is managed well in PHE
37%
Public Health England 2017 | Page 3
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
+2
Difference from CS2017
78
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
My work
Civil Service People Survey 2017
B01 I am interested in my work
92%
+1
+3
0
B02 I am sufficiently challenged by my work
80%
+2
-1
-4
B03 My work gives me a sense of personal accomplishment
79%
+2
+2
-1
B04 I feel involved in the decisions that affect my work
62%
+5
+4
-2
B05 I have a choice in deciding how I do my work
78%
+2
+2
-2
Organisational objectives and purpose*
76%
+5
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
B06 I have a clear understanding of PHE's objectives
77%
+6
-4
-9
B07 I understand how my work contributes to PHE's objectives
76%
+4
-7
-11
www.orcinternational.com
Public Health England 2017 | Page 4
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Difference from CS2017
B08 My manager motivates me to be more effective in my job
70%
+1
0
B09 My manager is considerate of my life outside work
83%
+1
B10 My manager is open to my ideas
82%
+2
B11 My manager helps me to understand how I contribute to PHE's objectives
61%
+2
B12 Overall, I have confidence in the decisions made by my manager
75%
+1
0
-4
B13 My manager recognises when I have done my job well
80%
+1
0
-3
B14 I receive regular feedback on my performance
68%
+3
0
-5
B15 The feedback I receive helps me to improve my performance
65%
+1
+1
-3
B16 I think that my performance is evaluated fairly
71%
+2
+5
+1
B17 Poor performance is dealt with effectively in my team
37%
-2
-7
My manager
www.orcinternational.com
69
%
+1
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
0
-1 0 -5
Difference from CS High Performers
% Positive
^ indicates a variation in question wording from your previous survey
-4 -4 -3 -10
Public Health England 2017 | Page 5
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
+1
Difference from CS2017
80
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
My team
Civil Service People Survey 2017
B18
The people in my team can be relied upon to help when things get difficult in my job
83%
+1
-2
-4
B19
The people in my team work together to find ways to improve the service we provide
81%
+1
-1
-3
B20
The people in my team are encouraged to come up with new and better ways of doing things
76%
+2
+1
-3
Learning and development
52
%
+3
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
B21
I am able to access the right learning and development opportunities when I need to
65%
+4
+1
-4
B22
Learning and development activities I have completed in the past 12 months have helped to improve my performance
54%
+2
+2
-4
40%
+4
-6
-15
47%
+4
B23 There are opportunities for me to develop my career in PHE B24
Learning and development activities I have completed while working for PHE are helping me to develop my career
www.orcinternational.com
0
-5
Public Health England 2017 | Page 6
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
81%
+1
B26 I am treated with respect by the people I work with
84%
0
B27 I feel valued for the work I do
70%
+2
+5
-2
79%
+4
+3
-1
B28
79
%
+2
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
I think that PHE respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
Resources and workload*
73
%
+1
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
0
-2 -3
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
+2
-2
0
+4
-1
0
+2
-1
-1
+2
-5
60%
+3
-1
-6
67%
+3
-1
-6
B29 I get the information I need to do my job well
72%
B30 I have clear work objectives
79%
B31 I have the skills I need to do my job effectively
90%
B32 I have the tools I need to do my job effectively
72%
B33 I have an acceptable workload B34 I achieve a good balance between my work life and my private life
www.orcinternational.com
+1
Difference from CS High Performers
Difference from previous survey
B25 I am treated fairly at work
Inclusion and fair treatment
Difference from CS2017
% Positive
^ indicates a variation in question wording from your previous survey
+2
Public Health England 2017 | Page 7
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme
Difference from previous survey
Strength of association with engagement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
B35 I feel that my pay adequately reflects my performance
40%
-3
B36 I am satisfied with the total benefits package
37%
-1
36%
-2
B37
Compared to people doing a similar job in other organisations I feel my pay is reasonable
Leadership and managing change*
42
%
+4
Difference from previous survey
Strength of association with engagement
B38 Senior managers (Deputy Directors and above) in PHE are sufficiently visible
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from CS High Performers
-2
Difference from CS2017
38
%
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Pay and benefits
Civil Service People Survey 2017
+10
+3
+4
-3
+11
+3
theme score is based on one fewer question in this year's *This survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
50%
+7
-10
-19
B39
I believe the actions of senior managers (deputy directors and above) are consistent with PHE's values
47%
+6
-6
-13
B40
I believe that the Leadership Team in PHE have a clear vision for the future of PHE
43%
+5
-5
-11
B41
Overall, I have confidence in the decisions made by PHE's senior managers (deputy directors and above)
42%
+6
-6
-12
B42 I feel that change is managed well in PHE
27%
+3
-6
-14
B43 When changes are made in PHE they are usually for the better
25%
+4
-8
-15
B44 PHE keeps me informed about matters that affect me
59%
+4
+1
-6
42%
+1
+4
-5
41%
+5
-5
-11
B45
I have the opportunity to contribute my views before decisions are made that affect me
B46 I think it is safe to challenge the way things are done in PHE
www.orcinternational.com
Public Health England 2017 | Page 8
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme Neither
Disagree
Strongly disagree
Difference from CS High Performers
Agree
Difference from CS2017
Strongly agree
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Engagement
Civil Service People Survey 2017
B47 I am proud when I tell others I am part of PHE
62%
+5
B48 I would recommend PHE as a great place to work
52%
+7
-3
-11
B49 I feel a strong personal attachment to PHE
41%
+4
-8
-16
B50 PHE inspires me to do the best in my job
44%
+4
-4
-10
B51 PHE motivates me to help it achieve its objectives
41%
+4
-4
-12
Taking action
Strongly agree
Agree
Neither
Disagree
0
-7
Strongly disagree
B52
I believe that senior managers (deputy directors and above) in PHE will take action on the results from this survey
50%
+8
-1
-8
B53
Where I work, I think effective action has been taken on the results of the last survey
42%
+8
+5
-3
www.orcinternational.com
Public Health England 2017 | Page 9
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
90%
0
B55 I believe I would be supported if I try a new idea, even if it may not work
72%
Strongly agree
Agree
Neither
Disagree
Strongly disagree
In PHE, people are encouraged to speak up when they identify a serious policy or delivery risk
+1
+2
Difference from CS High Performers
Difference from previous survey
B54 I am trusted to carry out my job effectively
Organisational culture
Difference from CS2017
% Positive
^ indicates a variation in question wording from your previous survey
0
+1
-3
67%
New
+1
-4
B57 I feel able to challenge inappropriate behaviour in the workplace
61%
New
-3
-7
B58 PHE is committed to creating a diverse and inclusive workplace
77%
New
+4
0
B56
Leadership statement
Strongly agree
Agree
Neither
Disagree
Strongly disagree
Senior managers (Deputy Directors and above) in PHE actively role model the behaviours
B59 set out in the Civil Service Leadership Statement B60
My manager actively role models the behaviours set out in the Civil Service Leadership Statement
Civil Service vision B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service' B62
I understand how my work contributes to helping us become 'A Brilliant Civil Service'
www.orcinternational.com
Strongly agree
Agree
Neither
Disagree
43%
+4
-4
-12
67%
+3
+1
-5
Strongly disagree
29%
New
-13
-26
25%
New
-12
-20
Public Health England 2017 | Page 10
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme 7-8
9-10
Difference from CS High Performers
5-6
Difference from CS2017
0-4
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Wellbeing
Civil Service People Survey 2017
Unlike the questions B01-B62 which ask people to rate their agreement from strongly agree to strongly disagree, the four wellbeing questions use a 11-point scale. The scale ranges from 0 to 10 for each question, where 0 is equivalent to 'not at all' (e.g. 'not at all satisfied' or 'not at all worthwhile') and where 10 is equivalent to 'completely' (e.g. 'completely satisfied' or 'completely anxious'). For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question.
W01 Overall, how satisfied are you with your life nowadays? W02
Overall, to what extent do you feel that the things you do in your life are worthwhile?
W03 Overall, how happy did you feel yesterday?
For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.
W04 Overall, how anxious did you feel yesterday?
www.orcinternational.com
0-1
2-3
4-5
67%
0
+1
-1
74%
+1
+3
+1
64%
-2
+1
-1
50%
-2
+2
-1
6-10
Public Health England 2017 | Page 11
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
^ indicates a variation in question wording from your previous survey
-2
-1
Difference from CS High Performers
Difference from previous survey
C01. Which of the following statements most reflects your current thoughts about working for PHE?
Difference from CS2017
Your plans for the future
-4
I want to leave PHE as soon as possible
7%
I want to leave PHE within the next 12 months
15%
0
I want to stay working for PHE for at least the next year
35%
+1
+1
-3
I want to stay working for PHE for at least the next three years
42%
+1
-1
-10
0
-3
D01. Are you aware of the Civil Service Code?
80%
D02. Are you aware of how to raise a concern under the Civil Service Code?
53%
D03. Are you confident that if you raised a concern under the Civil Service Code in PHE it would be investigated properly?
62%
www.orcinternational.com
-3 0 +3
Difference from CS High Performers
% No % Yes
% Yes
Difference from CS2017
Differences are based on '% Yes' score
Difference from previous survey
The Civil Service Code
-12
-15
-15
-21
-8
-14
Public Health England 2017 | Page 12
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017 indicates statistically significant difference from comparison
All questions by theme
^ indicates a variation in question wording from your previous survey
Discrimination, harassment and bullying E01. During the past 12 months have you personally experienced discrimination at work? % Yes
%
No
% Prefer not to say
For respondents who selected 'Yes' to question E01. E02. On which of the following grounds have you personally experienced discrimination at work in the past 12 months? (multiple selection)
2017 2016 CS2017 E03. During the past 12 months have you personally experienced bullying or harassment at work? 2017 2016 CS2017 For respondents who selected 'Yes' to question E03. E05. Did you report the bullying and harassment you experienced? % Yes
%
No
2017 2016
% Prefer not to say
Age Caring responsibilities Disability Ethnic background Gender Gender reassignment or perceived gender Grade, pay band or responsibility level Main spoken/written language or language ability Religion or belief Sexual orientation Social or educational background Working location Working pattern Any other grounds Prefer not to say
Response Count 39 53 23 54 45 -162 24 --34 48 89 105 58
CS2017 For respondents who selected 'Yes' to question E03. E06. In your opinion, has this issue been resolved? 2017 2016 CS2017
For respondents who selected 'Yes' to question E03. E04. Who were you bullied or harassed by at work in the past 12 months? (multiple selection) A colleague
166
Your manager
143
Another manager in my part of PHE
107
Someone you manage
32
Someone who works for another part of PHE
56
A member of the public
--
Someone else
12
Prefer not to say
50
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' www.orcinternational.com
Public Health England 2017 | Page 13
Public Health England Returns : 3,970
Response rate : 73%
indicates statistically significant difference from comparison
All questions by theme Strongly agree
Agree
Neither
Disagree
Strongly disagree
Difference from previous survey
^ indicates a variation in question wording from your previous survey
% Positive
Public Health England questions
Civil Service People Survey 2017
93%
+3
The behaviours as outlined in the PHE People Charter are consistently demonstrated where I work
62%
+3
F03
In response to last year's staff survey results, I had the opportunity to contribute to the local staff survey action plan
48%
+8
F04
My manager demonstrates effective people management skills as a key part of their job
70%
+2
F05
My manager talks to me and listens to my concerns and ideas
81%
+2
F06
Poor attendance/absence is dealt with effectively in my team
48%
+2
F07
There is good co-operation between my team and other teams in PHE
71%
+3
F08
I am aware that I am entitled to take 5 days learning a year
68%
+14
F09
I know how to raise a concern in PHE e.g. discrimination, bullying, harassment, whistleblowing etc
73%
+2
F10
I am confident to report or challenge discrimination and/or bullying or harassment
65%
F11
I am confident that if I raised a concern that it would be dealt with appropriately without any negative impact on me
50%
+2
F12
Over the last 12 months it has become easier to get things done in PHE
20%
+1
F13
I use feedback to improve the quality of my outputs and the services PHE provides
62%
+3
F01
I know what the PHE behaviours are, as outlined in the PHE People Charter
F02
www.orcinternational.com
Yes: 93%
Yes: 68%
No: 7%
No: 32%
0
Public Health England 2017 | Page 14
Public Health England Returns : 3,970
Response rate : 73%
Civil Service People Survey 2017
Appendix Glossary of key terms % positive
The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the case of Theme score % positive).
Previous survey
Comparisons to the previous survey relate to the results from the 2016 Civil Service People Survey. Where a question is flagged as changed since the last survey comparisons should be treated with caution as changes to wording may affect how people respond to the question.
CS2017
The CS2017 benchmark is the median percent positive across all organisations that participated in the 2017 Civil Service People Survey.
CS High Performers
For each question, this is the upper quartile score across all organisations that have taken part in the 2017 Civil Service People Survey.
Rounding Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy.
Statistical significance:
Statistical testing has been carried out on the comparisons between this year's results and your previous survey, CS2017 results and CS High Performers results to identify differences that are statistically significant. You can therefore be confident that the difference represents a real difference in opinion between the results.
The employee engagement index The survey includes five questions that make up the engagement index (B47-B51). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions and a score of 100 represents all respondents saying they strongly agree to all five engagement questions.
The drivers of engagement While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement. Nine themes have been included in the survey to measure employees' experiences at work. A statistical technique, stepwise regression, is used to identify the extent to which each of these themes has an association with engagement. The themes identified as having an association are called the 'Drivers of engagement'. The strength of association with engagement varies by theme and is illustrated by a 4-bar icon, as shown below. Themes with a full 4-bar icon have the strongest association with engagement.
strength of association with engagement
the analysis has not identified a significant association with engagement
Changes to theme scores in 2017 Small changes have been made to some of the headline themes in 2017. Three theme scores (Organisational objectives and purpose; Resources and workload; Leadership and managing change) are based on one fewer question in this year’s survey. Previous survey scores have been recalculated on this basis, to allow for theme trend comparisons.
Confidentiality The survey was carried out as part of the 2017 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all participating organisations. The Cabinet Office commissioned ORC International to carry out the survey. ORC International is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of fewer than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results.
www.orcinternational.com
Public Health England 2017 | Page 15
